...Traditionalists, Baby Boomers, Generation X, G eneration Y (and Generation Z) Working Together WHAT MATTERS AND HOW THEY LEARN? h ow different are they? fact and fiction Executive Office, Talent Management Team United Nations Joint Staff Pension Fund New York Secretariat Headquarters Overcoming Generational Gap in the Workplace Rational for Introducing the Generational Communication Gap into the Workplace Casey Carlson!& Deloitte & Touche Study ! Fundamental Questions! Where does your personal view fall in the following generational change spectrum? Level 5: “The generation of people in the top boxes is the only one that matters…the rest just need to grow up or shut up.” Level 3: “The generational change is an emerging issue within our organization but we haven’t done much about it.” Level 2: “We view generational change as an emerging opportunity.” Level 1: “We’re actively changing the work culture to harness! the power of generational change.” Differences in Opinion and Attitude “This generational stuff is just socially acceptable stereotyping…politically correct rationale offered for immature behavior” “When is someone going to ask me what I need?” “Doesn’t everyone want the same thing anyway?” “Even if this generational stuff were true, this is still planet earth and we know how our business needs to be run for it to be a success” “Can we go back to work now? These kids will either get with the program or they’ll leave just like they always...
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...Xerox Case Study Introduction Communities of practice tend to be technology based and therefore are likely to bridge the generation gap allowing knowledge sharing between the generations of employees at Xerox. Communities of practice are defined as “groups of people who share a concern or a passion for something they do and who interacts regularly to learn how to do it better” (Wenger, E., 2006). These communities bring employees together through social networking to share wisdom and knowledge of highly experienced workers; this type of information is not that of which you can find in a book or manual, it is of pure experience. Throughout the organization at Xerox, there is a gap between the older and younger generation which is preventing knowledge sharing between the two. This gap between the generations is due to flawed perceptions; meaning both generations perceive the other completely opposite of who they actually are based on stereotypes and other beliefs. C.O. P. & Generation Gap In order to overcome this gap, communities of practice should be encouraged throughout the workplace; this will increase knowledge sharing between generations, especially if a community is set up specifically for that organization and its employees. Different forms of communities might include “face to face meetings, online bulletin boards, blogs or even wiki’s” (Colquitt, J., Lepine, J., & Wesson, M., 2011, p. 258). These communities not only pass information between employees, but also...
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...Values Values Reflection Paper CJA/474 August 27, 2014 Values Values Reflection Paper In this paper it will identify my core values, also describe the way people acquire and change values. Also, by explaining what values can do for us as well as the values do to us. Lastly, will be explained is how the nature and importance of human values play a role in the workplace. So what are my core values, what do I value most? It turns out that people mean a lot to me and not just my family even though they are first. That with the way that I was taught in my formative years, I was taught the basic right from wrong, use your judgment when needed, take pride in yourself and that work that you do. I realize that I was taught old school and that over the years taking notice in the way that people place values on things that having meaning in their lives. I seem to value the way that I view family and people in respectful manner and empathetic to needs and feelings. But I expect that they can follow...
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...modern workplace is largely comprised of three generations working alongside each other, with two generations, the Baby Boomers and Gen X making being the vast majority at this point (50 percent and 39 percent respectively). [ (Gesell, 2010) ] The generation that built and shaped the modern environment in the post WWII years, ‘The Traditionalists’, have nearly entirely phased out of the workforce, but the echo of thier institutions and culture will be felt for years to come. The upcoming generation, the Millennials, have only begun to have an impact – and the impact they have as a generational cohort will increasingly dominate in the coming years. As a generation, the Millennials are 95 million strong. [ (Gesell, 2010) ] The 78 million Baby Boomers in the workforce now have long been accustomed to being the biggest generation with the most cultural clout, but they will inevitably have to cede the workplace (and society) to the Millennials, who are entering the workforce en mass now, and will be hitting their mid-career stride as the Baby Boomer generation retires. Managing the interaction and transition between the influence of these two massive generations will largely fall to Generation X, which is by size a smaller generation, but is sandwiched between the two massive groups, and is the generation to that the Baby Boomers can better relate to, and the Millennials will look to as more experienced elders. In “Generations at Work” [ (Ron Zemke, 2013) ], the guiding principle...
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...In the postmodern society we live in today, the young people have more possibilities than ever. The young generation today have an enormous pressure on their shoulders. They have to be unique individuals; today’s society and media honour unique individuals! They have to get a good education otherwise they will not be able to make it in our society. The young generation today have the highest expectations for themselves ever, because the media, the society and the politicians only focus on the wonder kids and the unique individuals. These expectations can be hard for the young generation to cope with. Anne Hope has written the short story, “A Gap of Sky”, in 2008. The short story is written in a 3rd person omniscient narrator from the main character, Ellie’s point of view. The narrative mode used is description. The story is told as if the narrator is inside Ellie’s head; you would be able to replace the words “She” and “Ellie” with “I” instead and change the inflections, and the story would sound the same. The narrator describes what Ellie does, what she thinks and how she feels. The narrator is unreliable, because we see the story from a subjective point of view, Ellie’s point of view. The narrator has Ellie’s subjective point of view about the events and the characters of the story. The narrator describes Ellie through what she thinks, says and does. The language is informal. Through the language we get an idea of who Ellie is, she sounds like a normal adolescent girl,...
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...situations daily. One of these types of situations occurs due to the fact that there are four generations present for the first time in America’s History. Generational differences can affect many aspects at work. In order to be able to work in such a diversified environment, management needs to identify the most effective methods for identifying potential conflicts and the best practice for resolution of the conflict. In order to grasp the most accurate and respectable feedback for each generation, a little background on each of the four generations characteristics is needed. The first generation, the traditionalist (born prior to 1946), are typically either retired or at retirement age but choose to continue working for various reasons. Traditionalist, also known as veterans or the silent generation, are typically hard working and loyal but are technologically challenged in most areas. Veterans tend to prefer class room style education and face-to-face contact for communication. They have been raised to pride themselves on their commitments and promises. Traditionalist would prefer to shake hands on a deal and honor the word of the other person. The next generation, Baby Boomers (born approximately between 1946 – 1964) incorporate the largest numbers in the workforce. Boomers have a strong work ethic which involved working long hours in the office to rise to the top. This generation makes...
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...health of their friends and fall of their foes. They drink for old times, to ring out the old year and to ring in the New Year. They drink when they set out to negotiate for a big contract as a good omen, drink during negotiations and drink again when they win it as a token of joy and success; and yet once again, to win more such contracts. When they welcome their friends, or bid them farewell, when in company for the sake of company, when alone to end the monotony of loneliness, before dinner as an appetizer, after it as a digester, it is a must. No time frame, no time schedule, any time is drink time. No prohibitions, no inhibitions. His counterpart in the village or the slum dweller in the city is not far behind. He may sometimes worry about his next meal, but nothing of the type as far as his drink is concerned. In fact, it is to drive out his worry that he often drinks. But it is the country liquor that he drinks. In the evening, on his way home, he stops on the way to gulp his favorite drink, to drown the fatigue of his day long labour; unfortunately his weak under nourished body cannot tolerate the intake and it rebels. His legs wobble, his mind...
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...Essay summary: Suki Kim’s “Facing Poverty with a Rich Girls Habits” Facing Poverty with a Rich Girls Habits is an insightful essay published in New York by the author Suki Kim. In this essay, she shares various challenges that she had to overcome in order to adapt to a new life of poverty and cultural diversity in New York after leaving behind her affluent and luxurious life in South Korea. This article discusses the author’s point of view as 13-year-old Korean immigrant who moved to United States out of desperation and financial tragedy rather than in search of a better life. The author’s main idea in this essay is to convey the message that the foundation of divided immigrant groups, cultural differences and generation gap are so deeply rooted even in the United States that it is impossible to eradicate them from the mindset of people. The author emphasizes on the fact that her wealthy and sheltered background in Korea created confusion. Thus, making it difficult for her to identify with people’s perception of her race in America “One new fact that took more time to absorb was that I was now Asian, a term that I had heard mentioned only in social studies class”, stated author Suki Kim in her article. She continued, “In Korea, yellow was the color of the forsythia that bloomed every spring along the fence that separated our estate from the houses down the hill. I certainly never thought of my skin as being the same shade.” The author struggled to accept the fact that...
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...interrupted The 1960s was a decade of tumult and change. It was a shift in almost everything, from values, music and norms, from collar-workers to flower-children. Counterculture and hippies were essentially what summed up the rebellion in the 60s. It was a whole new generation of baby-boomers, who came of age as teenagers and adolescents and older generations were against the rejection of traditional values and the new unconventional ways of the baby-boomers, which were strange and scary to them. Susanna Kaysen was also a young adult during the late rise of the 60s’ youth culture. She’s the author of the autobiography, Girl Interrupted, in which she writes about her own experience at a mental institution back in end of the 1960s. Through her memoirs and description of the society back then, Susanna Kaysen throws light upon the generation gap and the problems and complications during the social revolution in the 60s. A doctor, who Susanna has never met before, suggests after a 20-minute interview, that she should be admitted to a mental institution. She agrees, thinking it’s only for a short time, but few weeks turned out to be two years. In the excerpt, she reflects on her own conceptions of reality and tells about how her and other patients at the mental institute sat by quietly, when the world was raging outside and moving on, while they were on standby. 18 years old Susanna questions her own diagnosis, Borderline. At such early age, she has already tried a lot of things...
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...Measured efficiencies for LFC and PERC cells on p-type silicon 7 Figure 3 Progress in the conversion efficiency of HIT solar cells 8 Figure 4 Output power trends of single-sided HIT and bifacial HIT double modules throughout the year 9 Figure 5 Efficiency ratio of solar cells from a pilot solar series (300 cells). 11 Figure 6 Effect of temperature on PV cell characteristic. 14 Figure 7 Temperature effect on PV efficiency. 15 Figure 8 Effect of dust on PV cell power output. 16 Figure 9 Effect of irradiance on PV characteristic 17 Figure 10 PV module efficiency by different irradiation level 18 Figure 11 Energy output of PV for low radiation under 400 W/m2 18 Figure 12 PV power generation related to irradiance in a day 19 Figure 13 Photons with energy lower than the band gap energy 20 Figure 14 Evolution of world PV cell/module production through 2009 22 Figure 15 Poly-silicon price from 2008 to 2010 25 Figure 16 Cost of PV panel from 1995 to 2020. 25 Figure 17 Commercial PV efficiency vs. cost per watt. 27 Table of tables: Table 1Worldwide PV manufacture companies with respect of module efficiencies. 5 Table 2 Best demonstrated efficiencies for leading...
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...The Walt Disney Company is a huge American organisation used to specialise in the animation industry until expanding into live film production and theme parks. There are many famous animations where the company succeeded with the most familiar to be “Mickey Mouse”, making Disney to develop its success worldwide by building theme parks in different countries. In 1992, the “Disney company” expanded by opening a new theme park in Paris known as “Euro Disneyland”. By the time, Disney announced the new project they were planning to make, there were many critics and arguments arising according the Disney’s approach at Euro Disneyland. However, the question remains whether there are any strengths and weaknesses of Disney’s approach at Euro Disneyland and what steps should be taken next to ensure success in the operations. The Disney’s approach at Euro Disneyland was mainly criticised for its influence on French culture and this can be analysed through theories and concepts displaying the “for” and “against” arguments of different topics affecting it. The topic that had the most effect on Disney’s approach is Globalisation. Globalisation is the process by which the world is becoming more interconnected as a result of increased trade and cultural exchange. Disney was benefited from globalisation’s impact since it is associated with some advantages. Firstly, Euro Disneyland was located in the middle of Europe close to Paris which is a very famous tourism destination and it was also...
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...BOOMERS, GENERATION X AND GENERATION Y By Nortini Isahak Table of Contents Page Introduction 2 1.0 Work Behavior Characteristic between Baby boomers, Generation X and Generation Y 1.1 Baby Boomers 3 1.2 Generation X 4 1.3 Generation Y 5 2.0 The Challenge 2.1 Characteristics of each generation 6 2.2 Perception of other generations 7 3.0 Leadership Styles for Different Generational Groups 9 4.0 Recommendation 11 Conclusion 13 References 14 ABSTRACT Generation Y (born 1981 and 2000) is young worker, Generation X (born 1965-1980) is middle generation and Baby Boomers (Born 1946-1964) is older employers. Usually young workers want to make a quick impact, the middle generation needs to believe in the mission, and older employees don’t like ambivalence. It is important organization to take time and build the trusting relationship where each generation brings ahead their potentials and works towards the organization goal. The leaders should recognize the different work characteristics between generational groups and apply leadership styles that will positively contribute to employee motivation. As a result, due to the shifting nature of the job/task itself and the changing nature of subordinate characteristics and behavior. Leadership styles have also had to make changes. Accordingly, a task-oriented leadership style is more acceptable to Baby boomers but Generation X and Generation Y prefer...
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...26) 1PT10MBA28 1. Give three examples of explicit-explicit communication of knowledge in an organization. Explicit-explicit communication is one transformation phase that is best supported by technology. Explicit knowledge can be easily captured and transmitted to a worldwide audience. * Financial reports * Reports which are used for analysis . * websites 2. How does knowledge creation and transfer in organizational teams take place? Knowledge transfer has always been a challenge for organizations. Its importance has grown in recent decades for three related reasons. First, knowledge appears to be an increasing proportion of many organizations total assets. Second, organizations have moved away from hierarchical methods of control toward more decentralized organizational structures and increased employee involvement This has resulted in more creativity by frontline employees and subunits, but fewer obvious organizational paths through which the transfer can occur. The Components of Knowledge Transfer In principle, knowledge transfer can be broken down into distinct stages. The five steps to describe the process: idea creation, sharing, evaluation, dissemination, and adoption. 1) Idea creation: A massive literature exists on how to promote creativity. Robert Sutton has studied creativity in groups and offers the following list of questions to ask when assessing a group's potential for creativity. 2) Idea sharing: For information sharing to...
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...MGMT 591: Leadership and Organizational Behavior Course Project The Impact of the Lack of Generational Diversity within a Small Company 1.0 Introduction & Overview Edge Solutions, LLC is a majority woman-owned IT solutions provider delivering superior customer service and support for impactful IT solutions that meet our customers’ business challenges across the mid-Atlantic and Southeast. Edge’s corporate headquarters office is located at 7 Old Roswell Street, Alpharetta, Georgia. This company was founded in 2008 at the kitchen table of Julie & Michael Haley. Julie’s professional background is corporate and legislative law and Michael served as Vice President and General Manager for a Fortune 500 hardware distribution company. Within a very short time, Edge started receiving notary in IT industry and business awards and professional accreditations for its business growth, level of service and expertise. In June 2012, Edge was named the 3rd fasting growing company in the nation by Inc. 500/5000. And the URL for the online site is http://www.inc.com/inc5000/profile/edge-solutions. At Edge, our team is dedicated to delivering the right solution with specific expertise in data center management, server and storage virtualization, storage management, data protection information management, eCommerce procurement solutions as well as asset and services contract management to small and midsize businesses. I am Edge Solutions’ rising Chief Information Officer (managing...
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...purpose of education in our society? What do you feel are the major influences on what happens in the educational community? I feel the purpose of education in society is to help all students realize their full potential in being a successful and contributing member of society. The major influences include the political climate, technological advances, and community values and expectations. 3. To what extent do you feel the curriculum of your school (school system) is consistent with the vision/mission statement of your school or school system? The mission statement of our school system is: It is the mission of the Anne Arundel County Public Schools to educate all students to the highest standards and to eliminate the achievement gaps among all student groups. We will do this by: • Holding high expectations for all students; • Building positive...
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